务实的一代：Z世代将如何重塑全球职场？

Core Viewpoint - Generation Z is reshaping workplace dynamics by prioritizing mental health, family relationships, and meaningful work over traditional success metrics like long hours and financial gain [3][4][5]. Group 1: Work Preferences and Values - Over half (51%) of young respondents prioritize mental health as the key measure of future success, followed by family relationships at 45% [3]. - Money and career are still important but rank third and fourth in their priorities, with 87% emphasizing the importance of achieving financial independence [3]. - Generation Z is pragmatic, often delaying or forgoing traditional milestones like homeownership, marriage, and parenthood due to economic pressures and personal choices [3][4]. Group 2: Flexibility and Meaning - This generation values flexibility in their work, seeking to align their jobs with personal values and societal impact [4]. - A significant 64% of respondents believe addressing global issues is crucial, and 69% prefer to work for companies that share their values [4]. - Frequent job changes are seen as a positive choice, reflecting their desire for meaningful careers [4]. Group 3: Impact of AI on Employment - Generation Z will enter a job market transformed by automation and AI, requiring them to adapt to new roles and technologies [5]. - Despite their tech-savviness, they lack confidence in identifying AI's key shortcomings, highlighting a need for both technical and soft skills [5]. - Success in the workplace will depend not only on technical proficiency but also on uniquely human skills like empathy, creativity, and critical thinking [5]. Group 4: Globalization and Connectivity - As the first truly global generation, Generation Z has unprecedented access to global cultures and crises, making them highly informed and connected [6]. - Their unique insights can help organizations develop products and services that meet both global and local needs [6]. Group 5: Implications for Employers - Employers must adapt to the evolving expectations of Generation Z to retain talent, including fostering open communication about work needs [7]. - Traditional recruitment and retention strategies need reevaluation to accommodate their desire for flexibility and meaningful work [8]. - Employers should integrate a sense of purpose into their value propositions, as financial security is seen as a foundation rather than an ultimate goal [8].